(d) (1) No employer having employees subject to any provisions of this section shall discriminate, within any establishment in which such employees are employed, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex: Provided, That an employer who is paying a wage rate differential in violation of this subsection shall not, in order to comply with the provisions of this subsection, reduce the wage rate of any employee.

(2) No labor organization, or its agents, representing employees of an employer having employees subject to any provisions of this section shall cause or attempt to cause such an employer to discriminate against an employee in violation of paragraph (1) of this subsection.

(3) For purposes of administration and enforcement, any amounts owing to any employee which have been withheld in violation of this subsection shall be deemed to be unpaid minimum wages or unpaid overtime compensation under this chapter.

(4) As used in this subsection, the term ``labor organization'' means any organization of any kind, or any agency or employee representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work....

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...Abstract
Employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment. Each of these factors is summarized: Skill which is measured by factors such as the experience, ability, education and training required to perform the job. Effort, the amount of physical or mental exertion needed to perform the job. Responsibility, the degree of accountability required in performing the job. Working Conditions, this encompasses two factors: (1) physical surroundings, such as temperature, fumes and ventilation; and (2) hazards. Establishment, the prohibition against compensation discrimination under the EPA applies only to jobs within an establishment.
EqualPayAct
In 1963, President Kennedy signed the EqualPayAct into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U. S. Census Bureau (The EqualPayAct, New York).
Pay equality is most prevalent for the 16 to 24 age group, in which women earn more than 90 percent of what men do; however, the gap becomes...

...The EqualPayAct of 1963Throughout history, women have been paid less than men have, even when employed in identical jobs. It was generally accepted in the United States that men deserved to earn more money than women do, even if their work was identical. The contemporary mindset was that men were the heads of the households and therefore were the primary income producer in their families. This, of course, was not always so. In many homes, the head of household and sole breadwinner was a woman, for various reasons, ranging from death or disability of a spouse to divorce or single parenthood (DfEE).
Regardless, the tradition of the men being the head of household was difficult to change. Even during World War II, when women were then being encouraged to go to work doing the same exact jobs the men did, women received about half the pay the men made. Then, when the men returned from the war, women had to give up their jobs and let the men have them back.
Just before World War I, there were attempts made in some states to protect women by instituting minimum wage laws for women workers. However, the Supreme Court declared them unconstitutional in 1963. Then President John F. Kennedy's Commission on the Status of Women recommended that Congress pass a law guaranteeing that women would receive equalpay with men for equal duties performed (The U.S....

...﻿Running head: THE EFFECTS OF THE EQUALPAYACT OF 1963 1
The Effects of the EqualPayAct of 1963
Abstract
On June 10th, 1963, John F. Kennedy signed the EqualPayAct, which prohibits wage discrimination based solely on gender. Despite the passing of this bill, women today are still not earning equalpay for equal work. Currently, the EqualPayAct of 1963 states that an employer in any business cannot discriminate between employees based on gender by paying wages less than an employee of the opposite sex. There are many causes of the gender pay disparity, many can be explained away by level of education, experience, and job tenure. It is the job of a human resource department to protect the employees of the business. Human resource departments may actually hire more women because of the effect of the EqualPayAct. Men tend to ask for higher wages than women, and it may be more beneficial to the company to hire a woman asking less money. Another way human resource departments can protect female employees is to break the stereotype of “women’s jobs” in their...

...the number of problems concerning the male gender vs. the female gender, unions, and labor relations are several of the identical problems that society beforehand and today’s society have to address with concerning compensation. Be that as it may, The EqualPayAct of 1963 is one of most important acts that a limitless number of people that are in today’s society depend on greatly if working.
Afore enlightening an individual on different cases pertaining to the EqualPayAct of 1963, an individual must comprehend its proper meaning. The EqualPayAct of 1963 was established to “Make it illegal to pay different wages to men and women if they perform equal work in the same workplace (U.S. Equal Employment Opportunity Commission). Nevertheless, “The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit (U.S. Equal Employment Opportunity Commission). Be that as it may, the sole purpose of The EqualPayAct of 1963 was to put an end to the existing problem in society that they had with discrimination of sex in the place of work....

...worked especially hard that year in hopes to receive a good raise and really felt she deserved to be recognized for it. In the break room she overhears John, her follow co-worker, bragging to their colleague's about his second raise. Now John is making $1.25 more per hour than her even though they both have been working at Wal-Mart for two years. They both have the same job descriptions and titles so there should not be differences in their pay. Sue can not quite understand why he received two when she only received one. She has seen him numerous times being tardy for work or calling in sick. She knows she is a better worker and is more efficient. Sue recently took a human resource class at Buffalo State College and she remembers learning about a law regarding equalpay. She can't seem to recall the specifics, so she is determined to look into it further and fix the problem.
Chapter 2
Sue: The Victim
Sue is a 35 year old divorcee and mother of two young children. For the past ten years or so she has been doing similar work in retail that pays mediocre wages and that have given her good benefits. About two years ago Sue got was laid off from her last job. She applied at many different entry-level positions, as she has no other experience. She does not receive a lot of child support from her ex-husband so Sue relies on the income she brings in to support her and her two children. When Wal-Mart called Sue for an...

...
EqualPayAct Assignment
HRM6010 – Total Compensation
Submitted by
Prapatsorn Ratanasait
Presented to
October 28, 2014
College of Professional Studies
Northeastern University
Research the EqualPayAct of 1963: why is it important to know this law when designing the internal alignment piece of your compensation program?
The EqualPayAct (EPA) means men and women receive the same amount of payment for doing the same work, which it will be illegal if employers pay women less than men or for men who get less paid than women for the same work. This Act was passed in 1963 as a revision to the Fair Labor Standards Act (FLSA). Most of complainant was women, which they always recieved less than men. I think this is unfair and against sex discrimination. Therefore, it is very important to understand this law for every organizations.
According to Milkovich and Newman’s textbook, “Internal alignment, refers to the pay relationships among different job, skills, competencies within a single organization.” (p. 11). Even though there is the internal alignment of compensation program, it could not guarantee that sex discrimination will not be happen. Thus, to know this law is very important for everyone. Employees have their right to earn equal...

...EqualPay for Women
June 10, 1963: John F. Kennedy signed the EqualPayAct into law. Almost four decades later, men’s and women’s salaries have yet to reach equality, even with similar education, skills and experience. The EqualPayAct requires that men and women be given equalpay for equal work in the same establishment. The Jobs don’t need to be identical, but they must be substantially equal.
Although the EqualpayAct has helped many women find sufficient education and working opportunities, it still has its hardships when it comes to families. According to Americas Union Movement 72 percent of mothers with children younger that 18 work for pay. Also according to a study done by AFL-CIO working families pay a steep price for unequal pay. America’s working families lose a staggering $200 billion of income annually to the wage gap. The wage gap according to infoplease.com “is a statistical indicator often used as an index of the status of women’s earnings relative to men’s. The wage gap is expresses as a percentage and is calculated by dividing the median annual earnings for women by the median annual earnings for men. It seems that the rate of closing the gape between men and women is about to half a...

...EqualPayAct of 1963
The EqualPayAct of 1963 established the requirements that women should receive equalpay for their amount of work. The history of this act was to end gender-based discrimination in labor wages. Throughout history women have been paid less than men even when employed in the same jobs. It was accepted in the U.S that men deserved to earn more money than women, even if their work was exactly the same. The mindset was that men were the heads of the households and they are the primary income producer in their families.
The purpose of this act was to end the problem of sex discrimination in the workplace. Under the act employers are not allowed to discriminate against women on the basis of their gender. In order to recover from the act a woman has to prove three things. The first one is that an employer is paying men higher than women, secondly male and female employees conduct an equal amount of work that requires substantially equal skill, effort, and responsibility. Lastly men and women performed the work under similar working conditions.
The act also established defenses for the employers. A male employee can get paid higher than a female employee by a seniority system, a merit system, a system whereby earnings...